Ownership
Burden, not blame.
When something goes wrong, they ask what they can fix, not who to point at.
46 of these 100 new hires will fail.
Almost none of them because they couldn’t do the job.
They fail because they can’t take coaching, can’t manage their emotions, or never had the drive. A résumé and a skills test don’t see any of that coming. Peak Employment Solutions measures it before Day 1.
46% of new hires fail within 18 months, and attitude drives 89% of those failures. Source: Leadership IQ, tracking more than 20,000 new hires.
Looking for work, not workers? Start here.
It was never about skill.
Researchers followed more than 20,000 new hires. When people failed, the reason was almost never that they couldn’t do the work. It was attitude: they couldn’t accept coaching, couldn’t manage their emotions, lacked motivation, or had the wrong temperament for the job.
Technical skill explained about one failure in nine. Yet it’s the thing nearly every hiring process is built to check.
And in hindsight, 82% of hiring managers said the warning signs were there before the hire. Nobody was measuring them.
- 89%
of the 46 failed on attitude and behaviorAbout 41 of every 46 failures
- 11%
failed on technical skillAbout 5 of every 46 failures (the outlined figures)
Most hiring checks the 11%.
Skills are the easiest thing to test, so skills are what most hiring tests. Behavior is harder to see, so it gets a gut feeling and a handshake.
What most hiring checks
- Résumé and work history
- Credentials and certifications
- A skills test
- How polished the interview was
11%
of the reasons new hires fail
What decides whether they stay
- How they take coaching and correction
- How they handle pressure and emotion
- Real drive for the work
- Whether they’re wired for this role
89%
of the reasons new hires fail
Peak screens for both. Before Day 1™.
Before
Day 1.™
The hire is decided before the hire starts. By the time someone walks into your building, we’ve already seen how they behave when it matters.
See how we screen-
We read behavior, not résumés.
Every candidate takes the KAIROS Behavioral Read. It scores the six traits below, and it pairs calm scenarios with high-pressure ones to show who changes when things get hard. It’s built to see past rehearsed answers.
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We match to your job, not any job.
Your requirements set the bar for skills and credentials. The read shows who clears the bar for behavior in your role, at your pace, in your environment.
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You hear why before they start.
We don’t hand you a name and hope. We tell you why this is the person we’re sending.
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Day 1
The person at your door is the one we chose on purpose.
Safety is part of the standard. The Peak Safe Worker Program is a 13-module curriculum built for the people on your floor, not for a binder in the office.
Six things a résumé can’t show.
We call them the Six Unmeasurables™. They’re why some people thrive in a job and others, with the same skills, wash out in months. The Behavioral Read measures every one.
Initiative
Moves without instruction.
They see the next thing that needs doing and start it before anyone asks.
Follow-Through
Failure erodes silently.
Small things left unfinished add up quietly. We look for people who close the loop.
Interest
Gravity, not rehearsed answers.
Real pull toward the work, the kind a polished interview can’t fake for long.
Presence
Attention, not charisma.
They’re actually here: watching, listening, noticing what’s going on around them.
Fear
It disguises itself as productivity.
Some people stay busy to avoid the work that risks rejection or failure. We look for the ones who don’t.
We work hard to provide the best.
Not the best of the rest.
Filling a seat is easy. Filling it with someone who’s still there, and still good, 18 months later is the work. That’s the only kind of staffing we want our name on.
Tell us who you’re hiring.
Give us the role and the headcount. We’ll show you how we screen for it, and what it would mean to start Day 1 with people we’ve already seen under pressure.
We use what you share only to follow up about your hiring needs.
Got it.
A member of the Peak team will reach out about how we screen for your roles.
While you wait, see what else Peak does for employers at peaktcs.com.
Looking for work?
You’re in the right place.
The best job is the one that fits you from Day 1. Peak Augusta posts open jobs across the CSRA and works to match people with employers where they can succeed and stay.
Before you apply
- Have your phone number and a working email ready, so employers can reach you fast.
- Know your availability and how you’ll get to work each day.
- Say what you really want. A good fit starts with an honest answer.
Before Day 1.
Press play. It takes a few minutes and it’s worth it.
Two-minute self-check.
Six questions on the things employers can’t see on a résumé. This is a quick look in the mirror, not a test or a hiring score. Your answers stay on your device.